Impostor (Syndrome) In The C-Suite?

How a culture of inclusion can help everyone—from interns to CEOs—overcome impostor syndrome.

Ever felt like your professional accomplishments were just luck? Or that you were a fake, somehow managing to convince others of your competence? 

Then you’ve probably experienced impostor syndrome, which approximately 70% of us suffer from it at some stage in our lives. 

That’s a striking number. But what does it actually mean? 

Impostor syndrome is the baseless fear of being unmasked as a fraud, often accompanied by a tendency to discount and diminish one’s achievements. As someone who’s experienced those feelings, I empathize.  

This irrational sensation makes it difficult to see the reality of our successes beyond the negative illusion we create. It causes people to undervalue themselves both personally and professionally. It also prevents organizations from getting the best out of people. And because impostor syndrome is statistically more likely to affect women and minorities, it diminishes the impact of diversity in the workplace. 

To combat impostor syndrome, leaders must create an environment of inclusion and belonging that makes every employee feel valued. 

As an executive sponsor of ServiceNow’s Women at Now group, I was delighted to join a recent session dedicated to identifying, demystifying, and eradicating impostor syndrome. Nicola Whiting, chief strategy officer at UK-based data security software company Titania, and ServiceNow senior sales director Evisa Kekezi joined me in the discussion. 

1) Run your own race 

It’s been said that to compare is to despair. This is especially true for those battling impostor syndrome.  

“I’ve learned to run my own race,” Whiting told us. “I try to focus on what I’m doing and consider how to get the best out of myself.” 

We’re all running our own very different races. By acknowledging the strength in our differences and the validity of our perspectives, we can focus less on other people’s accomplishments and more on our own. 

Remember, no matter how imposing the panel, how accomplished the other job applicants, or how prestigious the company, you bring something unique to the table, and no one can compete with that.  

2) Acknowledge your successes 

Impostor syndrome is sneaky. It can make you think you’re pretending to be good at your job, when the truth is you really aregood at your job. 

This comes out in a tendency to belittle our own accomplishments. We might even believe our successes aren’t really successes in the eyes of others. 

If you find yourself hit by that familiar feeling of “I’ll never be good enough,” take a moment to reflect on and acknowledge all the successes you’ve had in your career. 

3) Perfection is not a viable goal 

Seeking perfection is an indicator of impostor syndrome. But the more we strive for it, the greater stress we put on ourselves and the less likely we are to achieve it. 

This battle for perfection is something Kekezi understands well. “I need to be a superwoman,” she said. “I’ve always been that way. At school, I had to be a top student, I had to be good at sport. I then pressured myself to excel in my degree. And then when I became a mom, I had to be the best mom to my kids.” 

This kind of attitude might pay off in the short term. But that level of overachievement is ultimately unsustainable—eventually, something has to give. 

The irony is that to be more effective you must acknowledge your imperfections. “It takes a bit of self-reflection and time to realize the areas holding you back,” Kekezi said. Letting go of perfection, she said, allowed her to focus on the things she could change. 

An added bonus is that, by being open about your imperfections, you’ll make space for people to be themselves. This creates an environment of inclusion and belonging that proves invaluable to team success. 

4) Be as kind to yourself as you are to others 

As humans, we’re uniquely talented in being brutal to ourselves. “I’m not very kind to myself, to be honest,” Kekezi said. “No one pressures me quite like I do.” 

But she also knows how to fight it. “You have to be okay with who you are, and how you’re wired. It might not always work, you might not always accept it, but it’s really important to keep it front of mind.” 

Start by asking yourself: ”What would I say to someone else in my situation?” Or, how would you react if someone said to you what you’re saying to yourself? 

By showing ourselves a little more kindness and learning to accept and understand ourselves more, we’re much more likely to work in a way that gets the best out of us. 

Everyone struggles with their own doubts and hobgoblins. And in the wake of 2020, it’s likely more than usual people are fighting those battles right now. As we move forward, we need to understand and appreciate our own needs, communicate the difficulties we face, and better celebrate our achievements. It will not only make us happier as humans but will also create a joyful, more inclusive workplace that works better for everyone.